Significant Changes in Qatar's Labour Law: Key Amendments and Compliance Requirements

Qatar's implementation of Law No. 9 of 2026 introduces significant changes to the Labour Law, originally established in 2004. These amendments cover vital areas such as vocational certification requirements, noncompete agreements, and the right to strike. With new regulatory compliance requirements, employers must update their employment policies to align with these legislative changes.

The revised Labour Law notably exempts part-time and freelance employees from its scope. However, the Council of Ministers may, on the Minister of Labour's recommendation, extend certain provisions or develop a separate regulatory framework for these categories.

A key addition is Article 23 bis, mandating vocational workers to obtain a Ministry-approved training and exam certificate before employment. The Ministry will specify affected professions and detail licensing criteria, including conditions for suspension or revocation.

Changes to noncompete clauses extend their duration up to two years, removing previous sector-specific limitations. Enforcement requires approval from the Ministry of Labour, and exemptions apply if employment ends during the probationary period.

The right to strike remains upheld, albeit with stricter conditions. Strikes can only be initiated if employers default on contractual or legal obligations, provided efforts at amicable resolution fail. Strikes must occur at designated locations, are unpaid, and temporary replacements may be hired with ministerial consent.

For compliance, employers with over 100 workers must form joint committees, a rise from the previous 30-workers threshold. Noncompliance results in fines ranging from QAR 2,000 to QAR 5,000. Companies could face transaction halts with the Ministry for repeated noncompliance or wage disputes.

The amendments also penalize recruitment agencies for various infractions, with fines between QAR 3,000 and QAR 25,000. This includes failing to use approved contract templates or premature recruitment prior to medical clearances, underlining the emphasis on regulatory adherence in the recruitment process.